Building your coaching model

Building your coaching model

As a coach, it’s important to have a structured system of doing things. Your mentoring sessions need a bit of a structured way of doing things. Coaching models frameworks, you use while poaching someone, it isn’t a system to teach you how to coach rather it’s a system and underlying system that makes the process smoother and easier.

Pioneer executive coach John Whitmore defined coaching unlocking people’s potential to maximize their own performance. He further explained that coaching involves helping people rather than teaching them. This means that while coaching your clients, your role is mainly to guide them.

Guiding someone without a structure would be like a blind man leading another one. The point is that you can’t organize someone’s life or an aspect of someone’s life without being organized yourself. A coaching model brings an organized and structured field to your mentoring or coaching sessions.

Using equation model helps to provide your coaching sessions with a purpose it defines the outcome at the beginning and prevents your session from becoming a mere ‘chat’ completely devoid of course and results.

It is important for a coach to know what their clients’ needs at a particular point in time and also just as important to have tools at the ready, to help them achieve these needs.

A well-selected coaching method tailored to the particular needs of your clients will be quite helpful to guide your clients through a logical sequence it takes them straight to towards their goals and makes it easier to achieve those goals as soon as possible.

when trying to build a coaching model, it is important to note that a model is not a hard set of rules, rather it is a set of guidelines suggesting a system. There are quite a few different models available but it is important to pick one that best suits your method of coaching.

And unique cases why a model might be instrumental in helping a special case client some clients required no model at all. The decision whether or not to use a coaching model should depend solely on the approach that you have decided to use.

Because coaching is mostly the coach responding to the client and their needs the process of coaching itself is a fluid one and should not be totally done by the book.

It is also possible however to take relevant components of different models and applied in your own unique coaching model. Although this is an experimental and frankly risky process, if done properly it just may unlock a new set of potentials in your client.

For example, the OSKAR model focuses more on solutions. Using this model would be for a client with multiple challenges rather than goals. For a client with set goals the co-active or grow model might suit them better.

This is why it is very important to discuss options with your clients find out their specific needs and then you can prescribe or suggest a structure or process to get these needs fulfilled. So it is important to have a basic knowledge of these various models so as to know when and when not to use them or whether to use them entirely or just a bit here and there.

 

 

 

Refrences

  1. Whitmore, John. Coaching for Performance: GROWing Human Potential and Purpose. http://www.amazon.com/Coaching-Performance-Potential-Principles-Leadership/dp/185788535X/